Employee Engagement is Key to Increasing Impact

Posted by on June 7, 2017 in Green

e3JEmployees are the most valuable resource of a company. Companies that focus on improving employee engagement typically enjoy lower staff turnover, better productivity, higher customer retention and increased profitability. Most importantly, engaged employees work with a purpose and help the business achieve greater impact.

According to Dr. Sue Mitchell, author of The Authority Guide to Engaging your People, putting employee engagement at the core of the business can actually attract and retain even more customers, raise customer satisfaction, and deliver even higher company performance.

Dr. Mitchell is Director of Aeona, an Approved Development Provider with the Institute of Leadership and Management (ILM) for Leadership and Coaching programs. She works with organizations, leaders, managers, business owners and private clients to inspire them to achieve results, make a difference, and change their world for the better.

Dr. Mitchell recommends five ways business leaders can improve employee engagement:

Create meaningful work

Share a clear vision, purpose and mission formed around core values and set high standards. Each person needs to know how their role fits and contributes to the company vision so it feels meaningful to them personally.

Match your leadership style to each individual

One of the key drivers for high engagement is frequent high quality interactions with your immediate manager. Avoid micromanaging, use a coaching approach, ensure you understand each person’s motivation, and listen to their perspective.

Provide the resources people need 

Ensure organizational structure, strategy and processes support people to be effective rather than creating barriers and frustration.

Provide development opportunities

Provide everyone with personal development for internal resources such as confidence, resilience and emotional intelligence as well as technical and leadership skills.

Work to strengths

Build your team around recognizing strengths and matching roles to strengths. Build development plans around enhancing strengths rather than just filling in the gaps.

Source: Authority Guides

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